The Impact of Behavioral Traits on Performance Appraisal

1996 ◽  
Vol 25 (4) ◽  
pp. 409-422
Author(s):  
Roy W. Ralston ◽  
Rollie O. Waters
Keyword(s):  
Performance Evaluation ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Hierarchical Regression ◽  
Regression Analyses ◽  
Behavioral Traits ◽  
Positive Effects ◽  
Perceptual Performance ◽  
Performance And Evaluation ◽  
The Impact

This study investigates the effects of supervisor and subordinate measurable behavior on overall subjective/perceptual performance evaluation ratings. The behaviors operationalized as predictors are Dominance (D), Inducement (I), Steadiness (S), and Compliance (C). Correlation and hierarchical regression analyses establish positive effects on behavioral scales measuring: (1) Dominance, (2) Compliance, and (3) Inducement at the supervisory level. In the latter case, positive effects were found when comparing Supervisors with high levels of Inducement (I) to Subordinates with high levels of Compliance (C). Subordinates' Dominance (D) and Steadiness (S) scores also affected the performance evaluation ratings by Supervisors. Implications for employee performance and evaluation are discussed.

Subjective Performance Evaluation and Forward-Looking Implications: The Role of Supervisor Incentives

2020 ◽  
Author(s):  
Jong-yu Paula Hao
Keyword(s):  
Performance Evaluation ◽  
Performance Appraisal ◽  
Distribution System ◽  
Employee Performance ◽  
Future Performance ◽  
Subjective Evaluations ◽  
Subjective Performance Evaluation ◽  
Forced Distribution ◽  
The Impact ◽  
Forward Looking

In this study, I examine whether supervisors respond to their own preferences in subjective performance evaluation under a forced distribution system (FDS). Using a proprietary, archival dataset in a car dealership, I find that subjective evaluations are higher when longer supervisor-subordinate relationships exist, whereas subjective evaluations are lower when larger supervisor-subordinate age differences exist. The empirical evidence also indicates that subjective evaluations predict promotions and future performance of the employees, implying that the use of subjectivity allows supervisors to incorporate forward-looking information of employee performance despite its potential biases. This study contributes to the literature by focusing on the performance appraisal based on the FDS and documenting the impact of supervisor incentives on subjective performance evaluation.

A. Analisis Sistem Evaluasi Kinerja Karyawan Melalui E-Performance

2019 ◽  
Vol 4 (1) ◽  
pp. 1
Author(s):  
Ika Purwanti ◽  
Rahman .
Keyword(s):  
Performance Evaluation ◽  
Performance Appraisal ◽  
Evaluation System ◽  
Employee Performance ◽  
Appraisal System ◽  
Performance Evaluation System ◽  
Evaluation Systems ◽  
Study Approach ◽  
Performance Appraisal System ◽  
The Impact

The focus of this study is the Analysis of Employee Performance Evaluation Systems Through E-Performance. The purpose of this study is to analyze the employee performance evaluation system through E-Performance at the Badan Kesatuan Bangsa dan Politik Kabupaten Lamongan and identify the impact of its implementation. The research method used in this study is qualitative with a case study approach. The object of this study is Civil Servants at the Badan Kesatuan Bangsa dan Politik Kabupaten Lamongan. Data obtained through direct observation, interviews and documentation. The result shows that the performance appraisal system  through E-Performance provides speed access to Pegawai Negeri Sipil in reporting their performance in the context of employee performance evaluation at the Badan Kesatuan Bangsa dan Politik Kabupaten Lamongan. The performance of Pegawai Negeri Sipil at the Badan Kesatuan Bangsa dan Politik has increased since the implementation of a performance appraisal system through the E-Performance application. This system is monitored directly by their respective superiors so that the results of the evaluation can be directly followed up by their respective superiors. Every civil servant is more eager to do his job so that the performance target can be achieved well. Besides that it makes it easier for leaders to monitor the performance of their subordinates. Keywords: e-performance, employee performance

Supervisor-subordinate relationships and employee performance appraisals: a multi-source investigation in Croatia

2020 ◽  
Vol 43 (1) ◽  
pp. 45-62
Author(s):  
Arup Varma ◽  
Ivana Zilic ◽  
Anastasia Katou ◽  
Branimir Blajic ◽  
Nenad Jukic
Keyword(s):  
Performance Evaluation ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Cultural Backgrounds ◽  
Content Type ◽  
Appraisal Process ◽  
Performance Appraisal Process ◽  
Matched Data ◽  
The Impact

PurposeThe purpose of this paper is to empirically examine supervisor-subordinate relationships and their impact on performance appraisal in Croatia. Specifically, we were interested in examining how supervisor-subordinate relationships impact subordinate perceptions of performance evaluation and the subordinate's reactions to the performance evaluation.Design/methodology/approachThis paper uses matched data from a sample of supervisors and subordinates (n = 53) in a leading organization in the hospitality industry in Croatia, as well as objective performance appraisal data to examine the impact of supervisor-subordinate relationships on subordinate reactions to performance appraisal.FindingsThe key findings of this study include (1) supervisor trustworthiness determines the quality of their relationship with subordinates and leads to interpersonal liking, and (2) supervisor-subordinate relationship quality has a significant impact on subordinate reactions to performance appraisal process and outcomes.Research limitations/implicationsThe overall sample size (n = 53) of this study is small, and limits our ability to make generalizations beyond a point. Also, since the sample included only Croatian individuals, the findings maybe an artifact of the fact that they all hold similar values. Future studies should examine these relationships in supervisor-subordinate dyads comprised of individuals of different cultural backgrounds.Practical implicationsSupervisors should attempt to have high quality relationships with most, if not all, subordinates, as this would lead to higher acceptance of the performance appraisal process, which can impact future performance. Also, trustworthiness is closely related to the subordinate's perception of the quality of relationship he/she shares with the supervisor.Originality/valueThis is the first known paper to empirically study performance appraisal processes and relationships in Croatia, which also included both supervisor and subordinate perspectives.

Behavioral Correlates of Depression Among Adults with Visual Impairments

2021 ◽  
pp. 0145482X2110466
Author(s):  
Justin A. Haegele ◽  
Xihe Zhu ◽  
Sean Healy
Keyword(s):  
Physical Activity ◽  
Visual Impairment ◽  
Sleep Duration ◽  
Visual Impairments ◽  
The United States ◽  
Sitting Time ◽  
Hierarchical Regression ◽  
Regression Analyses ◽  
The Impact ◽  
Negative Predictor

Introduction: This study sought to examine: (a) the associations between physical activity, sedentary time, and sleep duration, as discrete behaviors, with depression among adults with visual impairments; and (b) the impact of meeting none, one, two, or three of the guidelines for these behaviors on depression among adults with visual impairments. Materials: One hundred eighty-two ( Mage = 44.8) adults with visual impairments, recruited via email through two visual impairment organizations in the United States, completed the International Physical Activity Questionnaire–Short Form, a sleep duration question, the Major Depression Inventory, and a demographic questionnaire. Based on results from the questionnaires, dichotomous variables for meeting or not meeting physical activity, sleep, and sitting guidelines were created. Data were analyzed using three components: a descriptive analysis, Pearson product-moment correlation analyses, and hierarchical regression analyses. Results: Overall, 14.8% of participants were categorized as having some degree of depression. Meeting the sleep guideline was a significant negative predictor of depression scores in the hierarchical regression analyses. The number of guidelines met was a negative predictor for depression score controlling for other variables. Discussion: Adequate sleep, as well as meeting all three guidelines synergistically, was meaningful in influencing depression among this population. The current study’s results should prompt the continued examination of health-behaviors among adults with visual impairment using a more holistic 24-hour activity cycle framework. Implications for practitioners: This study supports the utilization of multi-behavioral interventions to reduce the risk of depression by enhancing physical activity and sleep, while reducing sitting time, among this population.

scholarly journals Decision Support System of Employee Performance Evaluation

2019 ◽  
Vol 8 (6S2) ◽  
pp. 1007-1012
Keyword(s):  
Decision Making ◽  
Performance Evaluation ◽  
Decision Support ◽  
Decision Support System ◽  
Performance Appraisal ◽  
Support System ◽  
Employee Performance ◽  
Accurate Information ◽  
Intellectual Capacity ◽  
Waterfall Model

Employee Performance Evaluation at CV Artha Mandiri Pringsewu is still done manually, without a computerized system, so that it faces obstacles to obtain actual and accurate information. In order to be successful in business today, CV. Artha Mandiri needs information system that can support decision making and various information. Problems that often occur in the process of employee performance appraisal include the decision-making subjectivity, especially if several existing employees have abilities that are not much different. The use of decision support systems is a solution to reduce subjectivity in decision making designed with Visual Basic 6.0 programming, The calculations were performed on all criteria for all employees, so it is expected that employees with the best abilities are selected. Decision support system is supported by a descriptive method in the development of system software with Waterfall model. The calculation process is carried out to determine employee recommendations in the Promotion System based on 3 aspects namely Intellectual Capacity, Work Attitude and Behavior. The result of this process is employee ranking. This ranking is the basis for decision makers to choose employees who are suitable in the vacant positions that are expected to help evaluating the performance of employees at CV Artha Mandiri

scholarly journals To Understand the Team Cohesiveness, Teamwork Quality and Team Performance in Employee Performance in University

2019 ◽  
Vol 8 (2S9) ◽  
pp. 853-858
Keyword(s):  
Organizational Performance ◽  
Team Performance ◽  
Positive Impact ◽  
Employee Performance ◽  
Organization Performance ◽  
Negative Effects ◽  
Team Cohesiveness ◽  
Positive Effects ◽  
Overall Performance ◽  
The Impact

The purpose of this research is to seek and identify the impact teamwork has on organizational performance. The research to understand the teamwork quality, team cohesiveness and team performance in employee performance, identify the positive or negative effects of teamwork on employees and to examine the impact of teamwork on organization performance. Therefore, it is to determine how teamwork could effect and improve University employee’s performance within the organization. In fact, it is also to understand on how methods like teamwork quality, team cohesiveness, and teamwork performance have could be used to have positive effects in employee overall performance. The research study used correlation techniques in order to analyze the relationship between two variables that was Teamwork and Organization Performance. In many of the journals and article that was collected, there was clear evidence that teamwork and other measures of team performance are positively related with organization performance. The study of the research shown that there was a significant positive impact of teamwork on organizational performance and employee’s overall performance.

scholarly journals The Impact of Performance Appraisal on Employee Performance in Banks Operating in the South of Jordan

2019 ◽  
Vol 9 (4) ◽  
pp. 77
Author(s):  
Arwa Hisham Rahahleh ◽  
Zaid Ahmad Alabaddi ◽  
Monira Abdallah Moflih
Keyword(s):  
Correlation Analysis ◽  
Performance Appraisal ◽  
Work Performance ◽  
Employee Performance ◽  
Causal Modeling ◽  
Analysis Of Covariance ◽  
Equation Modeling ◽  
The South ◽  
Actual Performance ◽  
The Impact

This research was about performance appraisal and its effect on employees’ work performance. The major aim of the research was to investigate the effect of performance appraisal on employees’ work performance of banks in the South of Jordan. This study also aimed at investigating the major elements of performance appraisal which included: establishing performance standards, establishing communication standards, measuring actual performance with established standards, discussing the appraisal with employees and giving feedback. In conducting this study, the required data was collected through a closed ended structured questionnaire. The questionnaire was adopted and adapted from many related studies. The procedures used to determine the comprehensive sample from a total population of 260 employees was the following: First, the target population was identified; second, the researcher used a formula based-sample size determination. Basically, a total of 260 questionnaires were distributed to the sampled employees and 260 were returned which represented a 100% response rate. The 260 returned questionnaires were then analyzed using smart PLS which is specially used for Structural Equation Modeling, path analysis, and confirmatory factor analysis. It is also known as analysis of covariance or causal modeling software. A descriptive statistics and correlation analysis was performed. The results of the study showed that performance appraisal has a mainly positive effect on employee performance in the banking sector of the South of Jordan. There correlation analysis showed that there was a positive and some negative association (Very strong association) between performance appraisal and employee performance.

scholarly journals Role of Employee Engagement on Compensation System and Employee Performance Relationship among Telecommunication Service Providers in Bangladesh

2018 ◽  
Vol 8 (3) ◽  
pp. 19
Author(s):  
Abu Shams Mohammad Mahmudul Hoque ◽  
Zainudin Bin Awang ◽  
Benazir Ahmed Siddiqui ◽  
Malam Salihu Sabiu
Keyword(s):  
Performance Appraisal ◽  
Employee Engagement ◽  
Organizational Citizenship Behavior ◽  
Management Practices ◽  
Service Providers ◽  
Employee Performance ◽  
Compensation System ◽  
Citizenship Behavior ◽  
Telecommunication Service ◽  
The Impact

Past studies endorsed that there is a quite number of factors have been considered as the influencing factors of employee performance in an organization. Some of these are selection, training and development, performance appraisal, promotion, job design, security, and satisfaction, compensation system, employee commitment, personality, emotional intelligence, organizational citizenship behavior among others. While several studies considered investigating the influence of human resource management practices on employee performance in different context such as America, Africa and Europe, but very little attention have given in South-Asian countries like Bangladesh.  Hence, this manuscript attempted to investigate the impact of compensation system on employee performance using quantitative analysis. To do so, survey was conducted as well as perceptions of 200 employees working in telecommunication service providers in Bangladesh were obtained to analyze the relationships. The data is analyzed and hypotheses were tested by using IBM-SPSS-AMOS package 25.0. The study found that employee engagement partially mediates the relationship between compensation system and employee performance by the data of this study. This research indorsed that there is a candid need to implement better compensation system by the entrepreneurs which will ensure better employee performance in line with consistent growth of firms as well as Bangladeshi GDP.

scholarly journals THE PERFORMANCE APPRAISAL ANALYSIS OF EMPLOYEE AT BINA MANDIRI GORONTALO FOUNDATION

2021 ◽  
Vol 2 (1) ◽  
pp. 88-96
Author(s):  
Sitti Husna Noviana Djou ◽  
Imam Mashudi
Keyword(s):  
Performance Evaluation ◽  
Data Collection ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Secondary Data ◽  
Data Sources ◽  
Primary Data ◽  
Five Factors ◽  
Two Factors ◽  
Collection Data

The purpose of this study is: 1) to find out and analyze how the implementation of employee performance appraisal at the Bina Mandiri Gorontalo Foundation; 2) to find out what factors are hampering the implementation of employee performance appraisal at the Bina Mandiri Gorontalo Foundation. This research uses a qualitative approach and the type of research used is descriptive qualitative. Data sources used are primary data sources and secondary data sources. Data collection techniques used are observation, interviews, and documentation. Data analysis techniques used: data collection, data reduction, data presentation, and concluding. The result of the research shows that the implementation of employee performance appraisal at the Bina Mandiri Gorontalo Foundation based on 7 (seven) performance evaluation indicators can be said to be not yet fully appropriate. Three categorized indicators are by performance appraisal, namely obedience, honesty, and cooperation. Meanwhile, the indicators of leadership, responsibility, and achievement are not appropriate because in the performance evaluation that indicators still less influential. And, the initiative is categorized as inappropriate because in the performance evaluation it does not become a benchmark in performance appraisal. The factors that hampered the implementation of performance appraisal at the Bina Mandiri Gorontalo Foundation were seen from seven factors. Based on the results of the research five factors hinder the performance evaluation, are lack of objectivity, halo effect, Leniency, Strictness, and Personal Prejudices. While the other two factors, i.e. Central Tendency and Recent Behavior Bias is inappropriate because these two factors did not hamper the implementation of performance appraisal at the Bina Mandiri Gorontalo Foundation.  

scholarly journals Employee Performance Assessment Decision Support Using Profile Matching Method Compared to Simple Additive Weight Addition at Dharma Buddhi University, Tangerang

bit-Tech ◽  
2019 ◽  
Vol 2 (1) ◽  
pp. 28-42
Author(s):  
Muhammad Subhana ◽  
Yakub Yakub
Keyword(s):  
Performance Evaluation ◽  
Decision Support ◽  
Human Resources ◽  
Performance Appraisal ◽  
Employee Performance ◽  
Performance Ratings ◽  
Matching Method ◽  
Profile Matching ◽  
Weight Method ◽  
One Year

An employee performance evaluation of the Buddhist Dharma University is needed to see the potential of its human resources. To get an employee performance appraisal in one year requires a decision support system that is fast and measurable so that the information obtained is accurate. The method used in assessing employee performance uses profile matching and is compared with the SAW (simple additive weight) method so that the results can be properly compared. The purpose of employee appraisal is so that leaders can easily obtain information about employee performance ratings at Buddhii Dharma University. The results of the value using the profile matching method can be recommended for salary increases and positions of 4 employees. Which can be recommended for salary increases there are 17 employees and those who are not eligible for salary increases and positions are valued at 12 employees. And comparing with the Simple Additive Weight (SAW) method, there are 19 employees who are eligible to raise salaries and 14 employees who are not eligible to raise salaries and positions

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